A notice must be provided indicating that there will be a meeting to discuss the reasons for the retrenchment, the criteria for selection, the options of redeployment, the prospects of re-employment etc. That meeting should be a constructive one, rather than a mere explanation by the employer that there is no prospect of a continued employment relationship. Thereafter, it is up to the employer to give a time period for when employment will be terminated if that is the final decision. This can be as little as a week, depending on the circumstances.

Severance is equal to one week's pay for every completed year of employment. In this case, there has not been a year of employment, but it is recommended that at least a week's salary be provided.